BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20180116T130000 DTEND:20180116T143000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20180116T000000-1231624851-example.com DTSTAMP:20180116T000000 DTSTART;TZID="US/Eastern":20180116T130000 DTEND;TZID="US/Eastern":20180116T143000 SUMMARY:HR Auditing : Important Issues for 2018 DESCRIPTION: There are numerous external and internal forces and factors that have an impact on organizations.  Increasingly this list includes the strategic, tactical, and legal activities of managing their human capital. Like the management of their financial capital, effective management of organizations’ human capital plays a critical role in determining their success. And like the benefits of financial audits, HR audits provide management with a method of determining whether human capital is effectively used, where human capital is incorrectly – or unlawfully — used, and how to improve human capital return on investment.  HR audits are designed to help organizations focus their attention on their human resource management practices, policies, procedures, processes, and outcomes by providing them with a structured and systematic series of questions about key compliance, risk management, internal auditing, and human resource management issues.  As an auditing process, HR audits are designed to help organizations identify potential and actual problem areas, help assess the effectiveness of HR management activities, help assess weaknesses in HR internal control processes, and help assess human capital strategic and compliance related risks.  HR audits then typically provide suggestions for corrective action. Importantly, HR audits consider human capital related risks and opportunities from an enterprise risk management (ERM) perspective.  That is, HR audits take a holistic approach in assessing human capital risks and attempts to indicate the interrelationships and interactions between HR and other management and organizational issues. Recognizing that no two employers are alike and that the practices, policies, and processes that may be appropriate and effective for multinational corporations may not be appropriate for small and medium size companies or non-profits, HR audits are typically designed to help organizations develop and tailor their employment practices, policies, procedures, and processes to meet their specific needs.  Thus, HR audits typically provide organizations with the “right” questions to ask about various employment practices issues; then help them determine the optimal answer.   While an HR audit alone will not guarantee that an organization’s workplace will be selected as a “best place to work” or be free from all legal challenges, it will serve as an important guide through the maze of human resource management best practices and employment and labor laws and regulations. As a result, an HR audit will further enhance the value of your organization’s human capital, enhance your organization’s competitiveness, and reduce your organization’s exposure to employment practices liabilities. PRIORITY:3END:VEVENT END:VCALENDAR